The recruitment and selection of personnel requires the use of traditional techniques, and the precision and agility of technology. We explain to you.
The recruitment and selection of personnel may seem like an agile and simple process for any organization.
However, nowadays it requires a correct execution of techniques accompanied by the use of technology and tools that facilitate and make the process more efficient.
Here we tell you what they are and how they will help you make the best hiring decisions for your company.
Traditional Techniques
If there is a key procedure within organizations, it is the selection of their personnel. This step means surrounding yourself with a professional human team that meets the needs, contributes all the best to the organization and is also retained.
Over the years, the recruitment process has varied, the Human Resources areas add tools and methodologies according to the new needs and changes they experience.
For example, organizations with specialized growth areas will need new talent who will need to display much more specific skills.
However, for all recruitment and selection of personnel, basic techniques are required, which are still in force today and there are three:
Psychometric tests: generally accompanied by a face-to-face or telephone interview, they allow us to discover personality traits, aptitudes, skills, intelligence and even behavior patterns of the candidates.
Personality test: provides the HR area with information on the interpersonal skills of the applicants and how they would apply them within the organization.
IQ or intelligence test: helps detect the prospect’s ability to learn and solve problems.
These techniques are common tools for HR areas and have many advantages in their application and talent detection.
The use of these personnel recruitment strategies is highly relevant for organizations, because based on the results they obtain, these will also be the basis for considering areas for improvement.
Digital recruitment and selection trends
The permanent mission of the HR areas is to detect, hire and retain the best talent to perform critical work in the organization. And for this reason, the ways to identify the best candidates are perfected over time.
In their constant search for the best talent, organizations have improved recruitment methods with the support of technology, which not only helps them reduce time and costs, but also adapts to the requirements identified by the Human Resources areas. .
Thanks to the digital age, companies have greater precision and reliability in their personnel selection process.
There are at least six new trends that reduce errors in the selection of candidates:
Recruitment software. With this tool, a more agile centralized process is achieved with just one click. It collects all the information of the candidates that goes from their CV and their answers in the interviews to the salary expectations and a database of all those who compete for a position.
Killer Questions. This is an effective way of recruiting and selecting personnel, since it works as a very useful filter based on short and concise questions, the answers to which will be the guideline to maintain or eliminate candidates for a position within the organization. For example, if an applicant asks for a salary outside the scope of the organization, she is automatically removed from the list, saving HR staff time. Its advantage is to relieve workloads.
Social recruiting. The growing omnipresence of social networks has pushed Human Resources departments to develop recruitment and selection strategies on the Internet. Organizations turn to platforms like LinkedIn to reach larger pools of candidates as specialized communities where, in addition to exploring people’s communication skills, they can record their social interactions.
Recruitbots and Chatbots. Considered one of the most efficient and precise technological advances in recent years, the recruitment process using these tools greatly facilitates the identification of candidates with maximum time savings for HR areas. Resorting to Artificial Intelligence to automate recruitment is of great help, since from a platform chosen by the company, the ideal prospect for the position is identified with algorithms and filters, and then connected directly and personally.
Inbound Recruiting. This methodology focuses on people who are not necessarily looking for work. Organizations encourage outward attraction to their brand and target specialized and experienced professionals who can identify with the brand. Use attraction marketing with digital tools to pique the interest of talented and qualified candidates with the potential to contribute to the organization.
Big Data applied. The collection and analysis of data from candidates and collaborators is a crucial task for HR areas and efficient management supported by software leads organizations to better identify and understand human capital. With the analysis of the data it is possible to detect the potential collaborators of the company in a quick and simple way: the more data that is collected, the better decisions the organization will make.
The recruitment and selection of personnel is a special function in organizations, since a bad choice represents high costs and waste of time.
This is a strategic decision, therefore, traditional techniques must be applied, combined with new ones that include the use of technologies and a specialized team such as the one offered by talently group.